Q: I am on a limited contract and rendering my 30-day notice. I am in my 4th month and still under the probationary period. My internal contract says that if I resign in less than a year, I have to pay the visa costs. But on the other hand, the contract that was submitted to labor doesn't have a clause about the visa costs. Is it valid for them to let me pay the visa costs? Will I get banned if I don't pay?

Q: Hi I am an expatriate and I handed in my 30-day notice during my probation period with my current employer. They have requested that my new employer pays the compensation for recruitment and visa costs due to the fact I am still in my probation period. However, there are no stipulations in my contract about reimbursement of any costs undertaken by my new employer if I resigned during my probation. I realize that under Article 9 Section 3 of the Federal Decree-Law No. (33) of 2021 On the Regulation of Labor Relations states that: "... the new Employer shall undertake to compensate the current Employer for the costs of recruiting the Worker unless otherwise agreed." However, I am wondering if this applies in my case if it has not been specified in my contract or any other documentation that I have signed. Extra context, it is stated in the free zone employment handbook - but again this was not disclosed in any contract that both my current employer and I have signed. Thank you.

Q: Hi sir, I worked in a company for 7 months on a limited contract. I've submitted my resignation and need to pay the visa costs. Today, I received the HR's resignation approval letter. They mentioned a 6-month position ban, but didn't specify the visa cost. My MOHRE contract also doesn't mention any amount.

Q: Dear Lawyers, My employer told me I’ll have to pay him visa fees if I resign. I work for a company based in Ajman, and my boss (an Arab) has high-ranking contacts in the Ajman police. He said if I don’t pay, the Ajman police will confiscate my passport, take me to court, and put me in jail. What should I do?

Q: Good day, My offer letter stipulates that I must repay the visa processing fee incurred by the employer if I resign before completing 18 months on the job. The probation period for the role is 6 months. I would like to know if I am liable to pay the visa processing fees if I resign after my probation period and whether it is legal for an employee to be asked to repay the visa processing fee. Thank you for your help!

Q: Hi All, I just want to ask if an employee resigns after four months in the company, will the deduction of visa costs be the full amount, or will it be pro-rata from the date of joining until their last day?

Q: I would like to seek legal clarification regarding a clause in my employment contract. The contract states: “In the event the employee terminates the contract prematurely, applicable visa charges will be incurred by the employer.” I have completed 1 year and 2 months of my 2-year contract, but I am considering resigning. My employer has informed me that I may have to reimburse the visa costs due to this clause. Could you please confirm: 1. Is it legal under UAE labor law for the employer to require me to pay for visa costs upon resignation? 2. Am I entitled to any end-of-service benefits (gratuity) after completing 1 year and 2 months? 3. Are there any penalties or labor bans that may apply if I resign before completing 2 years? I would appreciate your guidance on this matter. Please let me know if a consultation is needed.

The UAE has adopted a major reform in its legislative system that brought about 40 new laws and amendments to the company law, criminal law, personal status, among others. The amendments aim to develop the legislative structure in various sectors, the labor law being one of these, was the most recent. We try in this article to shed light on the changes introduced with the new labor law and their significance on both, the employer and employee.

The provisions of this Decree-Law, known as "New UAE Labor Law", govern labour relations in the private sector of the United Arab Emirates. The New Labor Law repeals the previous UAE Labor Law (Federal Law No. (8) of 1980).

The provisions of this Law, known as "UAE Labour Law", govern the relationship between employers and employees and other labour matters in the United Arab Emirates. There are special labour related regulations applicable in some of the free zones in the UAE.

This Decree sets the rules and conditions for the termination of fixed-term (limited) or unlimited (not term-bound) employment contract between employer and worker in the United Arab Emirates.